Unpaid, but may not discriminate. If
employer has 15 or more employees and pays for other temporary disability
leaves, employer is only required to pay 6 weeks of accrued, paid leave
regardless of policy

Unpaid, but may not discriminate between
pregnancy and other temporary disabilities

Unpaid, but may not discriminate between
work-related and other leaves

Mandatory Use of Vacation
or Sick Pay?

Employer may require (or employee decide)
to use vacation pay, or paid sick time (even if leave is for care of
relative)

Sick Pay

Employer may require (or employee decide)
to use vacation pay, or paid sick time

Employer may require (or employee decide)
to use vacation pay, or paid sick time

Employer can mandate only use of paid sick
time, not vacation or other paid time off

Employer can mandate only use of paid sick
time, not vacation or other paid time off

No

Maximum Length of Leave

12 workweeks per leave year

Allows employee to use maximum sick leave
earned in 6 months of every calendar year to care for sick child, parent
or spouse

Yes, part-time and modified work schedules
are reasonable accommodations, although case law recognizes that regular
attendance may be an essential job function

Yes, part-time and modified work schedules
are reasonable accommodations, although case law recognizes that regular
attendance may be an essential job function

Yes, by regulation

Yes, partial days' absences

Yes, by implication, but subject to
business realities defense

Mandated Group Insurance
Coverage

Yes, by statute health
insurance must be continued on same basis as active employees. (Under CFRA
only required for 12 workweeks even if more time is available); other
coverages need not be maintained (except may not but must be reinstated at
end of leave

No

No, but may not discriminate

No, but may not discriminate

No, but may not discriminate

No, but may not discriminate

No, but may not discriminate

Obligation to Provide
Light Duty

No, and if it is provided, employer cannot
force employee to take light duty if employee qualifies for FMLA leave

No

Yes, if employee can still perform
essential job functions. transfer to a different vacant job may be
required "reasonable accommodation"

Yes, if employee can still perform
essential job functions. transfer to a different vacant job may be
required "reasonable accommodation"